Enjoy the wonderful land of full employment - while you can

I hope that while you’re complaining about the cost of living, you’re also wallowing in the joys of living in an economy that’s reached the sacred land of “full employment” – being able to provide a job for almost everyone who wants one. This is the first time we’ve seen it in 50 years.

You have to say we’ve achieved it not by design, but as an unexpected consequence of our bumbling attempts to cope with the vicissitudes of the pandemic.

We used interest rates and, more particularly, the budget, to stimulate demand (encourage business and consumer spending) and ended up doing a lot more than we needed to. To the economy managers’ surprise, the rate of unemployment fell rapidly to 3.5 per cent – a level most of them had never seen before and never expected to see.

The sad truth is that, during the half century that the high priests of economics were wandering in the wilderness of joblessness, they lost their faith, and started worshiping the false god Nairu, who whispered in their ears alluring lies about the location they were seeking.

But now the wanderers have stumbled upon the promised land of Full Employment, a land flowing with milk and honey.

So now’s the time for us all to sing hymns of praise to one true god of mammon, Full Employment, in all its beneficence and beauty. And here to be our worship leader is Michele Bullock, deputy governor of the Reserve Bank, who published some new soul music this week.

Bullock says it’s “hard to overstate the importance of achieving full employment. When someone cannot find work, or the hours of work they want, they suffer financially. However, the costs of unemployment and underemployment extend well beyond financial impacts.

“Work provides people with a sense of dignity and purpose. Unemployment – particularly long-term unemployment – can be detrimental to a person’s mental and physical health,” she says.

“The costs of not achieving full employment tend to be borne disproportionately by some groups in the community – the young, those who are less educated, and people on lower incomes and with less wealth.

“In fact, for these groups, improved employment outcomes and opportunities to work more hours are much more important for their living standards than wage increases.”

Early in the pandemic and the imposition of lockdowns, we thought we were in for a regular recession. And “the sobering experience from previous recessions had taught us that these episodes leave long-lasting marks on individuals [called “scarring” by economists], communities and the economy.

“For example, if people stay unemployed for too long, their skills may deteriorate or become obsolete and their prospects for re-engaging in meaningful work may decline. This can result in more people in long-term unemployment or, alternatively, people withdrawing from the workforce,” Bullock says.

But, thanks to all the up-front stimulus, there was no recession and, hence, no scarring. Instead, outcomes in the labour market over the past three years “have consistently exceeded the expectations of the Reserve Bank and other forecasters”.

In fact, the share of the Australian population in employment has never been higher – higher even than in the decades between the end of World War II and the mid-1970s, when full employment became the norm.

Today, the number of Australians in a job has increased by more than 1.1 million since late 2021, and the level of employment is now almost 8 per cent above its pre-pandemic level. Get that.

Almost all the gains in employment since the start of the pandemic have been full-time jobs. Strong demand for labour has enabled many previously part-time employees to move into full-time work. This has pushed the underemployment rate – the proportion of people with jobs, but seeking more hours – down to its lowest since 2008.

Bullock says the people who’ve benefited most from all this are those on lower incomes and with less education. Unemployment has tended to decline more in local areas that had weaker employment to begin with.

Young people – those aged 15 to 24 years – who usually suffer most when recessions occur, have seen their rate of unemployment decline by more than twice the decline in the overall unemployment rate.

Long-term unemployment is defined as being without work for more than a year. Last year, a record number of the long-term unemployed found a job, and fewer gave up looking for one.

What’s more, the risk of not being able to find a job within a year declined significantly. So the rate of long-term unemployment is close to its lowest in decades.

Wow. Now, Bullock’s not exaggerating when she says it’s hard to overstate the many benefits – economic and social – of achieving full employment.

But she’s harder to believe when she assures us that, just because the Reserve has hardly spoken about anything other than the need to reduce inflation for the past year and more: “it does not mean that the other part of our mandate – maintaining full employment – has become any less important.

“Full employment is, and has always been, one of our two objectives.”

Well, I’d love to believe that was true, but both the Reserve’s present rhetoric and behaviour, and its record, make it hard to believe.

The Reserve has had independent control over the day-to-day management of the economy for more than 35 years. For almost all of that time we’ve had low inflation, but only now have we achieved full employment – and only by happy accident.

For most of that time it, like most macroeconomists the world over, has been listening to the siren call of the false god Nairu – aka the “non-accelerating-inflation rate of unemployment” – telling it that “full employment” really means an unemployment rate of 5 per cent or 6 per cent.

If you dispute that, answer me this: how many times in the past 35 years has a Reserve Bank boss been able to make a similar speech to the one Bullock gave this week?

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Job insecurity: close your eyes and you can't see it

Well, that’s a relief. Labor and the unions are claiming we have a problem with increasing casualisation and job insecurity, but The Australian Financial Review has looked up the official figures and discovered that, if anything, the proportion of casual workers has been falling. So, the problem’s a furphy? Sorry, ain’t that simple.

Strictly speaking, the Australian Bureau of Statistics’ labour force survey doesn’t measure “casual” employment, and certainly makes no attempt to measure whether jobs are secure or insecure, precarious or solid as a rock.

What it does do is ask the workers it surveys whether their job entitles them to annual and sick leave. We’re left free to assume that those who say no must be “casuals”, whereas those who say yes must be “permanents”.

It is true that, by this measure, the proportion of all workers who are casuals grew strongly in the decades before 2000, but then was little changed until the onset of the pandemic in 2020.

But it’s also true that the absolute number of casuals continued to rise until the pandemic.

In the two years since February 2020, the number has fallen – by 61,000, or 2.3 per cent – and so have casuals as proportion of total employment.

I very much doubt the pandemic has cured us of insecure employment.

With some people unable to work because they had the virus or were in isolation, and with our borders closed to the usual supply of temporary workers from overseas, employers became acutely short of labour. But I wouldn’t assume that what employers do during a pandemic is what they’ll keep doing when conditions improve.

So whether the labour movement is wrong to say casualisation is increasing is open to debate. And even if the proportion of casuals continues to decline in the years ahead, does that mean insecure employment isn’t worth worrying about?

In any case, casualisation isn’t really what Laborites are on about. It’s job insecurity that’s the issue. And a casual look at the statistics won’t tell you much about that either.

One man who has taken a very careful look is David Peetz, a professor of employment relations at Griffith University. He summarised his findings in two articles for The Conversation.

He started by taking a closer look at what the figures say about the nature of casual jobs. Why do some jobs need to be casual, and why do some employers need casual jobs?

Surely the answer is that employers want flexibility because they need some people to work at varying times for short periods.

But Peetz found that about a third of casuals worked full-time hours. About half had the same working hours from week to week, and were not on standby. More than half could not choose the days on which they worked.

Almost 60 per cent had been with their employer for more than a year. And about 80 per cent expected to be with the same employer in a year’s time.

What this suggests is that many workers classed as casuals don’t need to be casual in the traditional sense. Peetz found that only 27 per cent of casuals worked varying hours and had no minimum guarantee of hours.

This means a huge proportion of the workers classed as casual because they’re not eligible for paid leave could be classed as permanent, but aren’t.

Why not? One possibility is that the employer simply wants to save on the cost of leave. But defenders of the status quo assure us casual workers receive a special 25 per cent loading in lieu of paid leave. What’s more, many casuals prefer the loading to the entitlement, we’re assured.

The statistics bureau no longer asks workers who say they have no leave entitlement whether they receive a loading – or whether it’s as high as 25 per cent. But back when it did ask, less than half of casuals said they got it.

I wonder how many cases of “wage theft” involve the non-payment or under-payment of leave loading. As for people wanting cash now not paid leave in the future, that’s a sign they’re living hand-to-mouth on a wage too low to give them financial security.

Peetz argues the reason so many people working regular full-time jobs are classed as casuals is because employers have the bargaining power to impose insecurity on some of their less-skilled or less senior workers.

Even if the employer isn’t also saving on how much they have to pay the worker, they get the “flexibility” of being able to get rid of workers without notice or redundancy payout. The worker may not even be formally terminated, just not be given any more hours.

Did someone mention job insecurity?

Looking more broadly, Peetz found that the real causes of insecurity aren’t the type of contract workers are on – casual or permanent, full-time or part-time – but rather the way organisations are being structured these days.

“This is designed to minimise costs, transfer risk from corporations to employees, and centralise power away from employees,” he argued.

This motivation helps explain the dramatic increase in franchised businesses. It’s the franchisee that bears responsibility for scandals such as underpaying workers.

Other corporations call in labour-hire companies to take on responsibility for their workers. This cuts costs and transfers risk down the chain – thus making jobs more insecure. Labour-hire workers are usually casual full-time workers, he argues.

Some companies set up spin-offs or subsidiaries. Some just outsource to contracting firms.

“On the other hand, some organisations have found relying on part-time casuals counterproductive, as workers had no commitment and became unreliable. Some large retailers now use ‘permanent’ part-timers rather than casuals,” he wrote.

Between 2009 and 2016, “casual” part-timers grew by just 13 per cent, whereas “permanent” part-timers grew by 36 per cent.

Businesses have used their power to cut their labour costs. Many workers’ jobs have become less secure in the process.

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Have a good break – this time you’ve more than earned it

Looking forward to some time off over the summer holidays? I am. Long time since I’ve been in more need of a decent break. Few more columns to go, and I’m off for four weeks.

This will surprise and shock you, but regular polling by the Roy Morgan outfit has found that, by September, the total annual leave owing to Australian employees had reached a record 185 million days, up almost a quarter on a year earlier.

No need to tell you it was all the lockdowns and lockouts – not just from other countries and other states, but even 100 kms down the coast. We’ve had little ability to take leave. Nor much desire to either, if it meant holidaying at home.

The proportion of workers owed less than two weeks is down and the proportion owed more than seven weeks (including me) is up past 10 per cent. Of course, the almost 40 per cent people working as casuals don’t get annual leave.

Whether they actually get the 15 to 25 per cent pay loading they’re supposed to instead is something you wouldn’t be sure of – but we’ll leave that unpleasant thought ’til we’re back next year.

I’m a great believer in the benefits of annual leave. When I used to worry about burning out, I decided to follow two rules: always take the leave you’re given and always get a change of scenery.

Sometime back there was a fad of employers allowing people to “cash out” their leave. It was a terrible idea and fortunately seems to have died out. When, decades ago, state governments did what today would be unthinkable and simply passed a law compelling employers to provide paid annual leave, they did so for good reason.

Workers who never get a decent break in which to rest and recuperate – to re-create – do eventually burn out. At the least, the quality of their work falls off. Allowing them to use their leave money to buy a new car does both the worker and the boss an injury. It’s self-harm for capitalists.

The festive season carries risks of family fights and overindulgence as well as pleasures, but a great advantage of living Down Under is that it leads seamlessly to the summer holidays. I’ve been boning up on what advice the psychologists and others on the universities’ The Conversation website give on making sure we get the most from our holidays.

Dr Freya Higgins-Desbiolles, of the University of South Australia, offers several good tips. One is: don’t go into debt. I doubt if many people feel pressure to help the economy by spending big, setting themselves up with huge credit card bills in the new year, but if they do, they shouldn’t.

The economy exists to serve us; we don’t serve it.

Another suggestion: go back to nature. I’ve long believed that humans have an evolutionary affinity with nature – trees, greenery, water, views – which those of us who live in big cities must regularly propitiate. Go bush, do some walks. A holiday cottage backing onto a national park is perfect.

In the same vein: do simple things. In my day, parents on holiday left kids to their own devices. No one ran around spending money to keep kids entertained. Dr Monica Thielking, of Swinburne University of Technology, says “your children may complain they’re dying of boredom, but they are not. It may even be good for them”.

A growing body of research suggests boredom in children can make them more creative. Many use daydreaming to regulate boredom-induced tension. Daydreaming is good, shifting attention to thinking about “situations, memories, pictures, unresolved things, scenarios or future goals”.

Adults need to relax, de-stress, forget our jobs completely for a few weeks. But many people (including me) find this very hard, if not impossible. I like to catch up with professional reading. Many of us are still checking work emails and taking work calls.

Drs Dan Caprar, of Sydney University, and Ben Walker, of Victoria University, Wellington, say the problem for many of us is that we derive a strong sense of self from our work. “Whether we work by choice, necessity, or a bit of both, many of us find work inevitably becomes a source of our identity,” they say.

We develop professional identities (“I’m a lawyer”) organisational identities (“I’m a Google employee”) or performance-based identities (“I’m a top performer”). This can be beneficial. It’s been linked with increased motivation and work performance, and even better health, they say.

But it does prevent us from switching off. And, though I suppose I should be turning my attention to post-retirement interests, I can’t make myself read some famous person’s biography. Pop psychology is the furthest I stray from economics.

My retired mates seem heavily into streaming video, and that does tempt me – I’ll watch all the various fictional accounts of the struggles of the Murdochs – or the Windsors - and Vienna Blood on SBS On Demand even beats Vera.

Sorry. Serious suggestion: try a digital detox.

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It's the rich wot get to complain and the poor wot get infected

If you’re anything like me, you’re getting mighty tired of lockdowns. I miss being able get out of the house whenever I choose, I miss going to restaurants and – my favourite vice – going to movies. That bad, huh? You’re right, I don’t have much to complain about. I don’t envy those having to school their kids while working at home – although I do miss seeing my grandkids in the flesh.

If you think I need reminding of how easy I’m doing it compared with a lot of others, you’re probably right. But I suspect that’s true of many of us, even those of us doing it just a tiny bit tougher than me.

Apart from those with kids to mind, the first hardship dividing line is between those of us easily able to work from home and those not. This probably means those still on their usual pay and those reliant on some kind of government support.

Even those unable to work from home but “fortunate” to work in an essential industry probably pay the price of running a much higher risk of getting the virus. And that without anyone doing enough to help them get jabbed.

Another divide would be between those in secure employment, with proper annual and sick leave entitlements, and the third of workers in “precarious” employment, most of whom are casuals rather than in the “gig economy”.

Having so many workers without entitlement to sick leave has been a burden for those involved and for the rest of us, namely an increased risk of being infected by someone who, needing the money, keeps working when they shouldn’t.

But though the dividing lines are different in a pandemic, the greatest divide of all is unchanged. As the old song says, it’s the same the whole world over, it’s the rich wot gets the pleasure, it’s the poor wot gets the blame.

Any amount of research confirms what the medicos call “the social gradient” – the well-off tend to be in much better health than those near the bottom. They’re less likely to be overweight (I must be an exception) and less likely to smoke.

The Mitchell Institute at Victoria University has just issued the second edition of its “health tracker by socio-economic status”. It finds that the 10 million Australians living in the 40 per cent of communities with lower and lowest socio-economic status have much higher rates of preventable cardio-vascular diseases, cancer, diabetes or chronic respiratory diseases than others in the population.

Why then should we be surprised to learn that, though Sydney’s outbreak of the Delta variant seems to have started in the better-off eastern suburbs, it soon migrated to the outer south west, where it finds a lot more business?

Last week the welfare peak body, the Australian Council of Social Service, issued a joint research report on Work, Income and Health Inequality, with academics at the University of NSW.

ACOSS boss Dr Cassandra Goldie says “the pandemic has exposed the stark inequalities that impact our health across the country. People on the lowest incomes, and with insecure work and housing, have been at greatest risk throughout the COVID crisis. Now, they are the same people who are at risk of missing out in the vaccine rollout”.

Then there’s the question of trust. Social trust works through social norms of behaviour, such as willingness to co-operate with strangers and willingness to follow government rules. As in other rich countries, our trust in governments has declined over the years. Last year it seemed to lift, as many of us believed we could trust our leaders – particularly the premiers – to save us from the pandemic.

Whether that confidence survives this year’s missteps we’ll have to see. But the economic historian Dr Tony Ward, of Melbourne University, reminds us of a significant finding in this year’s World Happiness Report: in general, the higher a country’s level of social trust, the lower its COVID-19 death rate.

Stay with me. An experiment by the American behavioural economist Alain Cohn and colleagues in Switzerland involved “losing” 17,000 wallets in 355 cities across 40 countries and seeing how many of them were returned to their supposed owners.

The rate of wallet return was about 80 per cent in the Scandinavian countries and New Zealand, just under 70 per cent in Australia, less than 60 per cent in the US and less than 30 per cent in Mexico.

Ward did his own study and found that two-thirds of the difference between countries could be explained by their degree of inequality of income. The greater the inequality, the less trust. When he added survey data on people’s perceptions of corruption, his apparent ability to explain the differences in trust rose from 68 per cent to 82 per cent.

Premier Gladys Berejiklian and her minions tell us the virus is raging in certain “LGAs of concern” because people aren’t doing as they’ve been asked. Maybe their lack of co-operation reflects a lack of trust in the benevolence of those higher up the income ladder. Inequality doesn’t come problem-free.

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Neglect of aged care more proof of PM's blokey blind spot

Everywhere you look, Scott Morrison and his ministers have a women problem. You see it even as he uses the media focus on allegations of sexual assault as cover for his efforts to convey the aged care royal commission’s damning report to the too-hard basket.

When you think about it, aged care is the ultimate women’s issue. Of those receiving aged care, women outnumber men two to one. Who does most of the worrying about how mum or dad are being treated – and probably most of the visiting? More likely to be daughters than sons.

The commission’s report found that the root cause of the common ill-treatment of people in aged care is the insufficient number, inadequate training and low pay of aged care workers. And who are these overworked, undertrained and woefully paid age care workers? Almost all of them are women.

Now do you see why aged care conditions have been low on the priorities of successive governments? Not enough rich white men jumping up and down.

Aged care is huge. Despite understaffing, it has 366,000 paid staff, 68,000 volunteers and 28,000 contractors – about 3 per cent of the whole workforce.

The report found that at least a third of people in residential and at-home care had experienced substandard care. It identified food and malnutrition, dementia care, use of physical and chemical restraints and palliative care as needing urgent improvement.

Aged care used to have prescribed staffing ratios, but they were removed as part of the push to get for-profit providers into the “industry”. The report found that what regulation of facilities exists isn’t enforced because the government knows it’s not paying enough to make quality care possible.

The providers will tell you there’s a shortage of properly qualified personal care workers and nurses. Probably true. But those who are qualified are less attractive because they have to be paid more. Registered nurses have more choice about the industry they work in, so they must be paid more and treated better.

Lack of trained workers is a two-sided problem. If there was more demand for qualified workers and they were offered better pay and conditions – permanency, for instance – more would go to the trouble and expense of acquiring qualifications to supply.

Providers complain of high rates of staff turnover. They don’t mention that when they overwork, underpay and give workers no guarantee of regular work – or delegate their responsibilities as employers to a labour-hire company - a lot of workers soon leave in search of something less terrible - say, picking fruit in the blazing sun at Woop Woop.

It’s a funny thing: workers who are given little loyalty don’t tend to give much back. You’ve no idea how selfish workers can be. Don’t they know I’m trying to increase profits? Next time I see a Coalition MP I’ll give him (the hims are more receptive) an earful about how the dole’s so cushy these young bludgers don’t want to work.

It takes a lot of dedication to deal with the bodily needs of elderly people you’re not related to. But if you can find the motherly types, surely they won’t mind if you pay them peanuts. The full-time award rate for base-level aged care workers is $21.09 an hour, a fraction less than for base-level cleaners and just $1.25 above the Australian minimum wage.

Much of the poor treatment of people arises from the use of casualisation to save on wages and the resulting high rate of staff turnover, which makes it hard for residents and their carers to develop relationships.

The report found that “older people get the best care from regular workers they know, who respect them and offer continuity of care as well as insights into their changing needs and health requirements”.

In contrast, casually employed carers can struggle to “provide continuity of care and form ongoing relationships with older people”.

Professor Kathy Eagar, of the University of Wollongong, has said that “the staff are so busy that all they get time to do is tasks, like helping with toileting, showering, dressing and feeding residents. A lot of residents report they’re relatively lonely because, even if there are staff, they don’t have the time to talk to them.”

“For people with dementia, it helps to have the same people every day. If I don’t know my name because I’ve forgotten it, but the care worker does know my name, that’s a whole different proposition to if I don’t know it and my carer doesn’t know either,” she said.

Morrison says he’s focused on getting more jobs in the economy. Eagar has estimated that implementing the report’s proposals on staffing would increase the aged care workforce by about 20 per cent.

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Deeper causes of America's troubles are economic and social

The older I get the more I prefer movies where nothing much happens. I’m increasingly impatient with car chases, gunfights and sword fights. I like movies that look at people’s lives and the way their relationships develop. Truth be told, I prefer escapist movies, but make an exception for those that help me better understand the difficulties encountered by people living in circumstances very different to mine. They may not be much fun, but they are character-building.

I put Frances McDormand’s memorable Nomadland in that category. If you want to understand how the richest, smartest, most “advanced” civilisation in the world could be tearing itself apart before our very eyes, Nomadland is an easy place to start.

McDormand plays an older woman who, having recently lost her husband, finds the global financial crisis and its Great Recession have caused her to lose her job, her home and even the small company town she’s lived in for years.

She fits out a second-hand campervan and takes off on the roads of middle America in search of somewhere to earn a bit of money and somewhere to camp for a few weeks that doesn’t cost too much.

It’s a solitary life, but slowly she makes casual friendships with a whole tribe of other older nomads moving around in search of unskilled casual work. The climax comes when her van breaks down and she must return to suburbia to beg her sister for a loan so she can keep on the move.

It’s a fictionalised version of a non-fiction book, Nomadland: Surviving America in the Twenty-First Century. In the hands of the film’s director, it becomes a story of human resilience, how McDormand’s character and the other nomads learn to adapt and survive. According to the reviews, the movie glosses over the book’s criticism of the poor treatment and payment of people working at a huge Amazon warehouse.

For a harder-nosed expose of life on the margins of America’s mighty economy, I recommend the recent work of the Nobel prize-winning Scottish American economist, Sir Angus Deaton. With his wife Anne Case, another distinguished economics professor from Princeton University, Deaton has obliged Americans to acknowledge an epidemic that’s been blighting their society for two decades, the ever-rising “deaths of despair” among working-class white men.

These are deaths by suicide, alcohol-related liver disease and accidental drug overdose. Much of the problem is the opioid crisis, in which increased prescription of opioid medications – which the pharmaceutical companies had assured doctors were not addictive – led to widespread misuse of both prescription and non-prescription opioids and many fatal overdoses.

Deaton and Case found that these deaths of despair had risen from about 65,000 a year in 1995 to 158,000 in 2018 and 164,000 in 2019. This increase is almost entirely confined to Americans – particularly white males – without a university degree.

While overall death rates have fallen for those with full degrees, they’ve risen for less-educated Americans. Amazingly, life expectancy at birth for all Americans fell between 2014 and 2017 – the first three-year drop since the Spanish flu pandemic. It rose a fraction in 2018, as the authorities finally responded to the opioid crisis.

Deaton and Case have found that, after allowing for inflation, the wages of US men without college degrees have fallen for 50 years, while college graduates’ earnings premium over those without a degree has risen by an “astonishing” 80 per cent.

With the decline in employment in manufacturing caused by globalisation and, more particularly, automation, less-educated Americans have become increasingly less likely to have jobs. The share of prime-age men in the labour force has trended downwards for decades.

Despite losing the popular vote to Hillary Clinton in 2016, Donald Trump won more votes in the Electoral College partly because most Republicans held their nose and voted for him, but mainly because three or four smaller midwest “rust bucket” states – still suffering from the loss of less-skilled jobs in the Great Recession – switched from the Democrats to the man who promised to give the establishment a big kick up the bum. (Instead, he gave it big tax cuts and more deregulation.)

So Trump is more a symptom than a cause of America’s long-running economic and social decay. Which doesn’t change the likelihood that his woeful mismanagement of the coronavirus pandemic will add to the economic and social causes of deaths of despair.

Deaton and Case say the pandemic has exposed and accelerated the long-term trends that will render the US economy even more unequal and dysfunctional than it already was, further undermining the lives and livelihoods of less-educated people in the years ahead.

In the pandemic, many educated professionals have been able to work from home – protecting themselves and their salaries – while many of those who work in services and retail have lost their jobs or face a higher risk of infection doing them.

“When the final tallies are in, there is little doubt that the overall losses in life and money will divide along the same educational fault line,” they conclude.

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Job insecurity is about shifting risks, not being flexible

One thing we’ve learnt from the pandemic is that, for those who rely on evidence rather than anecdotes, what we believe to be The Truth keeps changing as we learn more. Take the way the medicos changed their tune on mask-wearing as more evidence came in.

It’s the same with the truth about job insecurity. The unions have gone for years claiming that work has become less secure, and in recent years the rise of the “gig economy” – where people get bits of paid work via a digital platform such as Uber or Deliveroo – means many people have found that claim a lot easier to believe.

But the training of economists says you should base conclusions about the economy on statistical evidence, not anecdotes or even personal experience. And the trouble is, a quick look at the Australian Bureau of Statistics’ figures for the labour force shows little sign of growing job insecurity.

The bureau doesn’t measure insecurity as such. Nor, since there’s no legal definition yet, does it even measure casual employment directly. But, since casual workers aren’t paid annual and sick leave, the bureau’s figures for those workers who say they aren’t eligible for paid leave are taken to be a measure of casual employment.

By this measure, although casual employment grew strongly to about a quarter of all workers in the 20 years to the turn of the century, that’s hardly changed in the 20 years since then. So where is all the growing insecurity?

Of course, since the big companies running the gig platforms on the internet have gone to great lengths to ensure the people getting work from them aren’t classed as their employees, they aren’t included among the casual employees.

No, they’d be counted as “self-employed”. But the figures show no great change in the proportion of workers who are self-employed over the past 20 years.

So where’s all this growing job insecurity we hear about? Short answer: buried much deeper in the figures.

Before we get to that, one thing we can say with confidence, however, is that though the gig economy is highly visible and gets much publicity in the media, it isn’t all that big relative to a labour force of more than 13 million people.

And, contrary to what some young people who spend too much time on their phones imagine, it’s highly unlikely that most work is in the process of moving to some internet platform. No, the issue of insecure employment is much bigger and wider than what happens to the gig economy.

One labour market expert who’s been working to explain why job insecurity is real despite its seeming absence from the stats is Professor David Peetz, of Griffith University.

In a piece he wrote for my second-favourite website, the universities’ The Conversation, in 2018, Peetz argued that the real causes of job insecurity aren’t the type of contract people are on – casual or permanent – but the way businesses are being structured these days.

These new organisational structures are designed to minimise costs, transfer risk from corporations to employees, and shift power away from employees, Peetz says.

Another part of his explanation is that the statisticians’ nationwide totals conceal changes in some industries but not others. (Other academics, from Curtin University, have used their own index of precarious employment to show that insecure employment is above average in the accommodation and food services, agriculture, and arts and recreation industries, but below average in the utilities, financial services, and public administration industries.)

Peetz says that “large corporations want to minimise their costs and risks, avoid accountability when things go wrong, and ensure products have the features they want.”

One instance of changing organisational arrangements is the dramatic increase in franchised businesses – where what looks like the local branch of some national chain is actually owned by a local small business person.

“The franchisee bears responsibility for scandals such as underpaying workers,” he says.

“Other corporations call in labour hire companies to take on responsibility for their workers. This cuts costs and transfers risk down the chain – which means jobs are more insecure.

“Most people working for franchises, spin-off companies, subsidiaries and labour hire firms are still employees. It’s more efficient for capital to control workers through the employment relationship than to pay them piece rates as contractors. That would run the risk of worker desertion or of shortcuts affecting quality.” (One powerful reason most of us won’t end up in the gig economy.)

In research published this month, Peetz drills into previously unpublished statistics from the bureau on casual workers to discover more of the elusive truth about “precarity” (my nomination for ugliest new word of the year).

He found that about a third of workers classed as “casual” because of their lack of leave entitlements worked full-time hours. More than half had the same working hours from week to week. More than half could not choose the days on which they worked.

Almost 60 per cent had been with their employer for more than a year, and about 80 per cent expected to be with the same employer in a year’s time.

Does any of that fit your mental image of what it means to be a casual worker? Get this: Peetz found that as few as 6 per cent of those we class as “casuals” work varying hours or are on standby, have been with their employer for a short time, and expect to be there for a short time.

Note that employers can usually dispense with the services of casual employees without giving them any notice, nor any redundancy payout.

“Overall,” Peetz concludes, “what I’ve found suggests the ‘casual’ employment relationship is not about doing work for which employers need flexibility. It’s not about workers doing things that need doing at varying times for short periods.

“The flexibility is really in employers’ ability to hire and fire, thereby increasing their power. For many casual employees there’s no real flexibility, only permanent insecurity.”

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